Bradford formula issues.

[Mr.Chips]

Hi Guys,
I would be grateful for any constructive advice or comments about Bradford formula. My employers have been using this for a number of years. During this time, I have had spells when my health has been poor, which has generated a high score that could have resulted in dismissmal, but after frank discussions with the boss, no further action was taken. Other times when my health has been good, so low score, meaning no problems. However, a couple years ago, we had a new boss who brought in new threshold scores, in January, I crossed the lower threshold resulting in an interview followed by a written warning. Since then, I have had two more spells of illness, each of two days, so I am a little concerned. Consequently, I have been doing a bit of research and have discovered that Bradford formula is really used to try and get rid of people who pull sickies, have duvet days and generally skive off work. In addition, I have also discovered that Bradford formula should not be applied as a, “one size fits all,” and that different threshold points should be set for staff with disabilities or chronic conditions. I myself, have a couple of chronic health conditions which are responsible directly or indirectly for my absences and I do not take time off unless I am unfit for work.
Thank you for reading this and for any positive responses or advice.

[Sheets Tabuer]

Bradford factor is designed to weed out people that have fridays and mondays off through hangovers, a meeting with your boss should sort this out.

I am in no way HR or legally trained.

[edc]

All it is is a manageable process and system for identifying a tranche of people who warrant closer analysis. This is the point individual context comes in. If you have specific conditions make sure they are known and documented as far as you feel comfortable.

[Drumroll]

Exceeding the the "Bradford Factor" where I worked always resulted in an interview. However this did not always mean that someone would then have any action taken against them. Don't forget there have to be allowances under the disability discrimination act. (which is quite wide ranging)

So whilst over the last 2 years I have been involved in several "Bradford Factor" interviews Only about 3 went to what we called a stage one (A written letter explaining the need to improve) none went to stage 2 and none lost there job. But different companies apply it differently. Talk to a union rep. even if not in a union they will often give advice.

[Jasandjules]

Are you of the view that your health issue constitutes a disability under the Equality Act?

[elanfan]

As above plus I’d suggest it’s worth holding back a few days holidays and if you’re getting close to a warning take a holiday rather than sick day. Not ideeal and you shouldn’t have to I appreciate but if it saves you the worry it might be worth it to you.

[Mr.Chips]

Hi Guys,
Thanks for the responses so far.
I don’t think either of my conditions qualify as disabilities, one is a cardiac problem, the other is a chronic digestive issue. Both are mainly under control, but from time to time, I have flare ups which result in time off. Also, both conditions mean I am more susceptible to other issues, which can also need time off to sort out. As I said in the OP, I have never taken time off, unless I am unfit for work, in fact there have been a few times when I have returned to work before I have been 100% to minimise the Bradford score. In addition, I am worried that the stress I am feeling over all of this, is also having an impact on my health, as 7 years ago, I had to leave a post because of work related stress.
I would love to be able to save holiday time to substitute for illness, but my holidays are fixed, in sync with everyone else that works with me.
Thanks again for your help, any further positive responses will be gratefully received.

[Jasandjules]

Have a read of what constitutes a disability, a "chronic" problem may well do so (I would need more information to give a firmer view however appreciate this is not the place for it)..

In your shoes I would be asking the company to accept my "disability" and see what they say....

[Mr.Chips]

Hi Guys,
Thanks for all responses. Thanks especially to Jasandjules. I have looked into the definitions of a disability and also read some information from the British Heart Foundation. Consequently, I have asked for a meeting at work tomorrow to discuss my situation and the information I have found out. I will update when I have any news.

[Jasandjules]

Feel free to email me if you want further assistance/hints....

[In Arduis Fouette]

Jasandjules said:

Are you of the view that your health issue constitutes a disability under the Equality Act?

first question to ask in relation to anything related to sickness absence